Research Areas by Faculty
Search FacultyOur department houses some of the top researchers in the their field. There are many opportunities for students to get involved in research. Use the Search below to browse research areas by Faculty
My research is focused on trust in the workplace.
I study the development of trust and the impact that trust has on both employees and organizations. I examine trust from multiple perspectives: trust in supervisors, trust in subordinates and trust in peers as well as trust in teams.
My current research program investigates the importance of feeling trusted at work. My goal is to identify and explain the factors that contribute to employees feeling trusted at work, and how this feeling of being trusted leads to improved job performance and employee well-being.
I founded the Guelph Organizational Trust (GOT) lab to answer these critical research questions. GOT Lab is an active research lab that provides rigorous training in a positive supportive environment for undergraduate and graduate students.
Research Director of the Occupational Health and Positive Psychology Lab (OHPP LAB)
My research involves the disciplines of occupational health psychology and positive organizational psychology and focuses on stress, work-life issues, victimization, incivility and civility, and positive organizational interventions to enhance well-being and performance.
My research has been published in outlets such as Journal of Applied Psychology, Journal of Occupational Health Psychology, Work & Stress and Journal of Organizational Behavior.
I am Associate Editor of Work & Stress (2017 Impact Factor: 3.140)
In addition, I serve on the editorial boards of Journal of Occupational Health Psychology, Stress & Health, Anxiety, Stress & Coping and Occupational Health Science.
Follow me on Twitter: @worklifediary
To listen to one of my latest research lectures at University of Michigan please visit the following link: www.icos.umich.edu/node/705.
Accepting New Experiential Learning Students: Yes
Currently, I am interested in the statistical issues related to the replication crisis in psychology. I believe that R is the future of data analysis in psychology and I am also a strong advocate of reproducible research (i.e., creating a reproducible process for generating the numbers in your paper). More genearally, my research interests include teamwork, organizational commitment, and the role of emotions in the workplace.
Accepting New Experiential Learning Students: No
There are many research topics in Industrial/Organizational Psychology that interest me, which is why I am flexible with respect to the topics my graduate students can explore. Having said that I currently have several research directions that I am very excited about and would ideally integrate with my graduate student research.
The first involves the development of theory to understand job/task performance (e.g. see Borman, White, Pulakos & Oppler, 1991). In specific terms, how do ability, personality, attitudes, experience and behaviour come together to explain performance? In Industrial Psychology, a core issue is the development of assessment tools to predict future job performance of job applicants. Despite this focus little theory has been developed to understand and explicate the relationship between these tools and job performance. I am currently implementing research studies in lab and field settings to develop a deeper understanding of these relationships.
A second focus of my research is on developing our understanding of the research-practice gap in I/O Psychology. As a researcher-practitioner it is has been my experience that there is not enough communication or collaboration between the researchers and practitioners in our field. To date, we have only explored one aspect of this, which was the application of self-categorization theory (see Turner & Oakes, 1989) to explain this gap. I hope to apply other group behaviour theories to this area in the future.
The third area of research explores succession management practices in organizations and the impact of these programs on manager attitudes and organizational outcomes. Our first study in this area focused on the components of succession management programs and manager perceptions of organizational justice (see Slan-Jerusalim & Hausdorf, 2007). This was followed up with a study assessing the relationship between elements of succession management programs and manager turnover as mediated by manager attitudes. This longitudinal study is currently being prepared for journal submission. The practices that companies use for succession management are critical to ensure that managers remain with their organizations and have an opportunity to develop their skills. I hope to explore these programs from individual learning and development perspectives in the future (e.g. how do managers learn and develop at work through these programs?).
A fourth area of research focuses on understanding adverse impact produced by the use of cognitive ability tests in selection. Specifically we have been exploring the role of immigrant variables (e.g. English as a second language, years of education inside/outside of Canada, and generational status). Also, we have been exploring the use of fixed bands with minority preference hiring as a solution to adverse impact in selection.
My graduate students are working on a diverse range of projects from police officer coping responses to traumatic events experienced at work, the effect of social sharing in response to observed employee incivility, and the impact of high potential identification on leader behaviours.
I value open discussions, mutual respect, critical thinking and hard work. I consider my graduate students to be full research partners and the majority of my research is published in collaboration with them. As a senior member of the I/O Area, I plan to continue involving graduate students in the development of ideas and implementation of my research.
My current research focuses mainly on personnel selection, with an emphasis on finding valid and fair methods of hiring the best employees. Most recently, I have investigated two factors that affect interview performance: interview anxiety, which negatively affects interview performance, and impression managment (honest and deceptive), which tends to increase interview performance.
Accepting New Experiential Learning Students: Yes
My research focuses on social justice issues. In general, I am interested in the disparities or inequalities that exist between individuals and groups in terms of status, power, and outcomes (e.g., income) in the workplace. I am a Senior Fellow of the Canadian Institute for Advanced Research in the Successful Societies Program. My work with the Successful Societies program has led me to develop an interdisciplinary perspective on issues of inequality.
I am investigating how the degree to which people experience of inequality at work (e.g., in pay, status, decision-making power) affects their well-being, performance, and health. I am really intrigued by the processes through which too much inequality might hurt people, groups, and organizations. Negative effects likely operate through stress processes and social relations (e.g., increased competition, decreased trust). Thus, I am studying how inequality negatively affects people within organizations.
I have long-term interests in who is more (vs. less) likely to want to maintain and promote inequality. A lot of my previous research has focused on understanding the nature of prejudice (i.e., racism and sexism). I study both explicit (i.e., deliberate, controllable) and implicit (i.e., automatic, less controllable) prejudice and how and when they lead to discrimination when making outcome allocation decisions (e.g., who should be hired or promoted).
In addition, I study the effects of prejudice and discrimination for those who are stigmatized. I recently published a paper on the effects of stigmatization on devalued group members' health, well-being, and performance. I used a stress and coping model to explore when people are more vulnerable to the negative effects of stigmatization and when people are more likely to demonstrate resilience.
Finally, I study how people make sense of the differences that exist between individuals and groups in society: are they a result of a fairly operating meritocracy, in which the cream rises to the top, or are they a result of injustices, such as discrimination or favoritism? Such different understandings of why inequality exists plays an important role in determining people's reaction to social and organizational policies that are designed to mitigate inequalities like employment equity, or diversity initiatives. My colleagues and I have found that prejudice, justice beliefs, and beliefs about the cause of societal inequality interact to affect whether people support programs that aim to reduce inequality.
My goal is to conduct top-quality research in close collaboration with students. As a supervisor, I believe it is my role to help students to develop their skills, self-efficacy, and autonomy. I try to create an environment in my lab that is supportive and challenging. Students who work with me get a lot of guidance and feedback-from me and from other students in the lab. I expect students in my lab to be motivated, organized, courteous of others, hardworking, and to have burning intellectual curiosity. Junior students work with me to develop a shared line of research. Senior students have the flexibility to select their own topic under the umbrella of social justice issues. I am expecting to accept new students to my lab for Fall 2018.
Accepting New Experiential Learning Students: Yes
My research interests cover several areas within industrial/organizational psychology and fall within three themes: (a) methods, statistics, and replications, (b) intraindividual process and job performance appraisals and (c) performance appraisals. My interests in methods and statistics are largely concentrated on issues related to replications and reproducibility. My research on job performance concentrates on the dimensions of prosocial and deviant workplace behaviours. Specifically, I am interested in understanding intraindividual (within-person) processes that lead to the occurrence of prosocial and deviant workplace behaviour. In the domain of employee performance appraisals, my work has been aimed at understanding the causes and consequences of managers having considerations other than accuracy when rating employee performance.